Description
An emerging power is a term used by academics as recognition of the rising, primarily economic, influence of a nation - or union of nations - which has steadily increased their presence in global affairs.
Emerging dimensions of HRD through it
Abridgment Information & Information Technology is the lock opener players of the information age. The information age has ushered in a knowledge-based rebellion. The businesses in this age are networked & use IT to sustain, dilate & succeed in a highly antagonistic environment. Authentic continuance advancement of new products, manufacturing & production executives countenance reconstruction in electronic data interchange, in supply chain management & integrated logistics, finance executives appreciate elaboration in electronic currency, electronic payments etc. New technologies offer new options for lowering costs, restructuring working assets, streamlining operations & redefining their Human Resource Development strategy point of convergence. Modern business & industry have matured at a majestic upper camber due to new technology to reduce costs by improving productivity, peculiarity & profitability. In this paper we discussed how the information technology facilitates more paraphernalia for Human Resource Development of any business establishment. Key Asseverations HRD, Internet & Intranet technologies, knowledge management, monitoring strategy, quality of people, metamorphosed organization, prospective opportunities. Sources of Known facts Broached data are available from author Acknowledgement I reconcer Laura Perlmutter, Concordia University, Saint Paul, Christine E. Fogliasso, Pittsburg State University, Pittsburg, Rajiv Rastogi, Ministry of IT, Govt. of India, New Delhi, Dorla A. Evans, University of Alabama in Huntsville, Huntsville, Sanjay G. Dhande, Indian Institute of Technology - K, Kanpur, Kenneth E. Anderson, The University of Tennessee, Knoxville Tennessee, Vanessa Zachoda, Athabasca University, Alberta, K. R. Srivathsan, Indian Institute of IT & Management, Thiruvananthapuram, Jossy Brack, Fitchburg State College, Fitchburg, Rajat K. Baisya, Indian Institute of Technology - D, New Delhi, Marj Burrhus, Mount Ida College, Newton, Bhavin Kothari, Dean, Faculty of Medicine, Saurashtra University, Rajkot, Suanne Johnson, Saint Joseph's College of Maine, Maine, Kinshuk, Massey University, Palmerston North, Leslie Devaud, Idaho State University, Pocatello Idaho, Kenneth Baker, Albuquerque University (unm), Albuquerque, Charles E. Bamford, Texas Christian University, Fort Worth, Ali Dastmalchian, University of Victoria, Victoria, Harriette E. Bayse IV, American Water Resources Association, Middleburg, Arup R. Dasgupta, Space Applications Centre, Ahmedabad, Tom Bush, MDA National Headquarters, Tucson, for making meaningful comments and suggestions. I also thank to My MBA Student
Alok Gupta & Zeba Hasan, as well as Rajesh Kumar Singh, Student of BE (IT) for research Coad Juvancy. Prologue For decades, scholars & futurists have predicted as information revolution. Those predictions have come to life dramatically in recent years. We live in an information age in which the ability to generate & access new knowledge has become a key driver of social & economic growth. According to Geoffrey Elliott & Susan Star kings [1998] National economies are engaged in competition with one another on a global scale. This competition is for global markets & a larger share of economic wealth. When we shared vision as majority of national wealth is producing by creating, processing & transmitting information called information based economies. Human Resource Development Human resources deal with planning, organizing, directing & controlling of the procurement, development, compensation, integration & maintenance of people for purpose of contributing to organizational, individual & social goals. HRD managers at all level of organization are involved in the management of human resources. The key to success in these endeavors lays in the strength of the development process to health our people to reach optimum levels of performance. Dynamic organization is building boundary less organization believing in team building and partnerships with a view to achieve excellent results. New mission and vision can be achieve by stimulated the positive forces for humanizing the IT system and organization. Enabling the human resources working in there-to-there best contribution. In much the same way when it takes so much capitals and efforts to bring a customer to the shop window or the virtual market place, it is absolutely necessary to retain them. This can't be done without the highly committed human resource pool within organization. Business Comportment in the Information Epoch The central aim of most business organization is to generate a profit for the owners, or share holders of the business. Organizations compete with one another at national level and often internationally, on a global scale, for a share of business opportunities & markets. Business organizations comprise a range of human & technological resources, which are managed, organized & coordinated by the organization for the purposes of generating a profit. Information systems & information technology are part of the resources of an organization, which are applied and used to generate income & profit. The fundamental three pillars of any business organization are the employees, the organization & procedures and the technology. Considerations of these three pillars are sometimes known as a ' Socio-technical' view of information systems & technology within a business organization. The socio-technical view of organizations gives paramount importance to people within the information systems & information technology domain. Most business organizations aim to be effective & efficient in maximizing the utilization of al three
main resources to generate an income or profit. People Organization Technology Career Bureaucracy Hardware Education Culture Software Ergonomics Competition Telecommunications Employee attitude Competition Informatics Employee participation Management Employee monitoring Mission Statutory regulation Policy Training Strategy Human Resource Information Systems [HRIS] Human Resources Information System [HRIS] is a system designed to supply information required for effective management of an organization. In other words HRIS is designed to monitor, control & influence the movement of the people from the time they join the organization till the time they separate from the business organization. Any organization is managed by taking various decisions at the various levels of its management hierarchy. HRIS can be broadly classified into two major Processes: [a] Information Anthology: The nature the form of data will vary from organization to organization depending upon its objectives. The manner of data collection will depend upon the purpose for which data is required. After collection of data filtration & selecting the relevant data in tabulation manner is needed. Specifics Management: A good data management system involves the sub functions i.e. Processing Operations viz. classifying, analyzing, summarizing & editing of data, Storage of Data viz. indexing, coding & filling of information, Retrieval of Data, Evaluation viz. Judging the usefulness of information in terms of its relevance, accuracy & Dissemination. HRIS is very vast and it includes information about the following sub-systems: [1] Knowledge Sub-system Information: IT is the core of knowledge management. Without the technology, we can think of knowledge management, a knowledge management system is on the facilities reaching the right knowledge to the right person in right time. The challenge is to put together combination of culture, process and technology. To achieve this, companies need to create communities of knowledge sharing and creation and empower employees to tape the knowledge needed. Knowledge management investment is on time investment and its fruits are forever.
[2] Vocation Analysis, Training & Silhouette Sub-system Information: The job Analysis is done according to user specifications & information input into the system i.e. title of job, purpose, duties & responsibilities, the computer program should allow the authorized users to update & reformat of information input. Training sub-system includes the Career planning, development needs analysis & as development advisor through feedback of employees by identifying gaps between an employees competencies & job competency requirement of his or her job. [3] Conscription & Inhabitants Administration Sub-system Information: Recruitment sub-system includes internal/external advertisement module, applicant's profile, [curriculum vita/resume] appointment, types of appointment i.e. adhoc based, honorary, visiting/guest, temporary, apprentice, permanent & placement data. It is intends to keep personnel records of each employee as regards casual / medical leaves, departmental / intra-departmental transfer, deputation, promotion, demotion, increments, confidential reports etc. [4] Human Resource Exploration Sub-system Information: It is a bank of current & historic data about employee's attitude, mentality, absenteeism, turn over etc., which may use for different types of analysis. An important function of the HR departments to keep employees well informed of companies new issues in additional to financial details pertaining to health and well being of the employee with a view to maintain competitive edge and change with optimum accountability. The system must adapt to organization policies and procedures, integrate information. [5] HR Planning & Recital Assessment Sub-system Information: This sub-system is provide forecasting facilities for the demand of key jobs as well as employee turn over [some times its called as labor turn over] & patterns of interorganizational mobility. It can be used to project future employee & competency needs for staffing & development activities. HRIS facilitates a good Performance Appraisal & help managers direct employees to achieve organizational goals & develop their competencies. This sub-system generates forms based on the goals & standards required for job and also uses Performance assessments, Goals accomplishments & Reward management for effective motivation for employees towards appropriate goals. [6] Health Care Sub-system Information: Growth in health care expending is driving new trends, which in turn are pressing companies and health care providers. This requires the information regarding the quality and cost of care is accessible to management for objective evaluation towards improvement in the organization processes. Need to improve efficiency of the process of providing and monitoring health care benefits and to help employees maximize benefit programs.
Established a new electronics workflow for tracking patient services and medical records, handling information and quick response to inquiries and document imaging lead to employee satisfaction. The HRIS virtually integrates the information relating to various sub-systems of HRM as discussed above. The integrated HRIS involves the elements i.e. [a] Manifold Applications Automated Analysis Methods [c] Easy Admittance & User-friendliness & [d] Decision Stanchion. To deliver solution to support a wide range of HR function including procurement, development, performance evaluation, compensation and benefit administration. The HRIS allows organization to leverage investment in existing HR server system such a people soft, SAP, IVM HR access as well to implement intranet application. The Internet / Intranet Technologies The Internet is global & an Intranet is contained within a small group, department or corporate organization. Intranet technology can and consolidation of information about HR system from computer and Internet with mare efficient alternatives. The constraints center on security, startup cost, legal issues, training and maintenance. In the 21st century, when all over the world, changes are taking place; the industry needs to develop human resource for its requirement keeping in view such change. One of the major issues in many company if the volume of paper work involved in updating and distributing corporate policies and procedure manuals. Some people update their manuals and other do not, so everyone ends up working with a different policies & employees need to find out how a current policies works. Once the manual is available on the intranet, not only do all employees have access to the latest version of the policies but the only Times they have to pick up the phone to an interpretation of the tricky aspect of a policies are to check on the number of vacation days they have accumulated & if have a secure system; they can find this information on intranet also. Transformed organization Pace of change continues to accelerate at incredible rates & corporations are seeking to revitalize, restructure & resize in an effort to gain the competitive advantage required for success. The ability to response to demanding customer needs & capitalize on market opportunities is the key to gaining success in today's world. Companies have started realizing that high level of interaction & co-ordination along the supply chain would be recipe for acquiring the competitive edge. To achieve improvement in providing quality service time to market, customer satisfaction, performance & their profitability, companies will have to most effectively in the first place gather vital information and quickly act upon these. The specific task which HRD profession has to perform flow out towards purposeful direction, meeting the challenge of increasing competitive maintaining balance between creditability, conformity, the meeting the challenge of change, coping with growing
technological sophistication & public criticism. Epilogue Capabilities assessment identifies that we need to acquire improve or build to make vision a reality. It is true that the calculators & computers don't have feelings but human have, therefore, they have to be deal with empathy and compassion with great care. We talk about MIS, MCM, FPM, etc. and we systematically attempt on monitoring organizational health, but how much we know about the health, moral and attitude of our human resource? With a view to sustained high performing organization we must listen our junior, some time some of them may come out with some winning ideas. We realize that the health and happiness, progress and prosperity of every performing organization depends upon the fact as to how successful the leader has been in building an effective team enabling people plan together work together and achieve together a well knit organization contributing towards the achievement of optimal level of productivity and profitability on a sustained basis as sincerely working as an effective team towards decision making. Bibliography [1] Sanjiv Narang [2002] "Competence Development Process" Human Capital, Vol. 6, No. 5, ND, October. [2] Warren G. Bennis & Robert J. Thomas [2002] "Crucibles of Leadership" Harvard Business Review, Vol. 80, No. 9, CO, USA, September. [3] Peter Sheldrake & James Hurley [2000] "The Good Manager in a World of Change", Journal of Human Values, Vol. 6, No. 2, Kolkata, July-December. [4] T. N. Chhabra [2001] "HRM – Concepts & Issues", Dhanpat Rai & Co. Pvt. Ltd., Delhi. [5] Geoffrey Elliott & Susan Star kings [1998] "Business Information Technology – Systems, Theory & Practice" Long man, London.
doc_400607143.docx
An emerging power is a term used by academics as recognition of the rising, primarily economic, influence of a nation - or union of nations - which has steadily increased their presence in global affairs.
Emerging dimensions of HRD through it
Abridgment Information & Information Technology is the lock opener players of the information age. The information age has ushered in a knowledge-based rebellion. The businesses in this age are networked & use IT to sustain, dilate & succeed in a highly antagonistic environment. Authentic continuance advancement of new products, manufacturing & production executives countenance reconstruction in electronic data interchange, in supply chain management & integrated logistics, finance executives appreciate elaboration in electronic currency, electronic payments etc. New technologies offer new options for lowering costs, restructuring working assets, streamlining operations & redefining their Human Resource Development strategy point of convergence. Modern business & industry have matured at a majestic upper camber due to new technology to reduce costs by improving productivity, peculiarity & profitability. In this paper we discussed how the information technology facilitates more paraphernalia for Human Resource Development of any business establishment. Key Asseverations HRD, Internet & Intranet technologies, knowledge management, monitoring strategy, quality of people, metamorphosed organization, prospective opportunities. Sources of Known facts Broached data are available from author Acknowledgement I reconcer Laura Perlmutter, Concordia University, Saint Paul, Christine E. Fogliasso, Pittsburg State University, Pittsburg, Rajiv Rastogi, Ministry of IT, Govt. of India, New Delhi, Dorla A. Evans, University of Alabama in Huntsville, Huntsville, Sanjay G. Dhande, Indian Institute of Technology - K, Kanpur, Kenneth E. Anderson, The University of Tennessee, Knoxville Tennessee, Vanessa Zachoda, Athabasca University, Alberta, K. R. Srivathsan, Indian Institute of IT & Management, Thiruvananthapuram, Jossy Brack, Fitchburg State College, Fitchburg, Rajat K. Baisya, Indian Institute of Technology - D, New Delhi, Marj Burrhus, Mount Ida College, Newton, Bhavin Kothari, Dean, Faculty of Medicine, Saurashtra University, Rajkot, Suanne Johnson, Saint Joseph's College of Maine, Maine, Kinshuk, Massey University, Palmerston North, Leslie Devaud, Idaho State University, Pocatello Idaho, Kenneth Baker, Albuquerque University (unm), Albuquerque, Charles E. Bamford, Texas Christian University, Fort Worth, Ali Dastmalchian, University of Victoria, Victoria, Harriette E. Bayse IV, American Water Resources Association, Middleburg, Arup R. Dasgupta, Space Applications Centre, Ahmedabad, Tom Bush, MDA National Headquarters, Tucson, for making meaningful comments and suggestions. I also thank to My MBA Student
Alok Gupta & Zeba Hasan, as well as Rajesh Kumar Singh, Student of BE (IT) for research Coad Juvancy. Prologue For decades, scholars & futurists have predicted as information revolution. Those predictions have come to life dramatically in recent years. We live in an information age in which the ability to generate & access new knowledge has become a key driver of social & economic growth. According to Geoffrey Elliott & Susan Star kings [1998] National economies are engaged in competition with one another on a global scale. This competition is for global markets & a larger share of economic wealth. When we shared vision as majority of national wealth is producing by creating, processing & transmitting information called information based economies. Human Resource Development Human resources deal with planning, organizing, directing & controlling of the procurement, development, compensation, integration & maintenance of people for purpose of contributing to organizational, individual & social goals. HRD managers at all level of organization are involved in the management of human resources. The key to success in these endeavors lays in the strength of the development process to health our people to reach optimum levels of performance. Dynamic organization is building boundary less organization believing in team building and partnerships with a view to achieve excellent results. New mission and vision can be achieve by stimulated the positive forces for humanizing the IT system and organization. Enabling the human resources working in there-to-there best contribution. In much the same way when it takes so much capitals and efforts to bring a customer to the shop window or the virtual market place, it is absolutely necessary to retain them. This can't be done without the highly committed human resource pool within organization. Business Comportment in the Information Epoch The central aim of most business organization is to generate a profit for the owners, or share holders of the business. Organizations compete with one another at national level and often internationally, on a global scale, for a share of business opportunities & markets. Business organizations comprise a range of human & technological resources, which are managed, organized & coordinated by the organization for the purposes of generating a profit. Information systems & information technology are part of the resources of an organization, which are applied and used to generate income & profit. The fundamental three pillars of any business organization are the employees, the organization & procedures and the technology. Considerations of these three pillars are sometimes known as a ' Socio-technical' view of information systems & technology within a business organization. The socio-technical view of organizations gives paramount importance to people within the information systems & information technology domain. Most business organizations aim to be effective & efficient in maximizing the utilization of al three
main resources to generate an income or profit. People Organization Technology Career Bureaucracy Hardware Education Culture Software Ergonomics Competition Telecommunications Employee attitude Competition Informatics Employee participation Management Employee monitoring Mission Statutory regulation Policy Training Strategy Human Resource Information Systems [HRIS] Human Resources Information System [HRIS] is a system designed to supply information required for effective management of an organization. In other words HRIS is designed to monitor, control & influence the movement of the people from the time they join the organization till the time they separate from the business organization. Any organization is managed by taking various decisions at the various levels of its management hierarchy. HRIS can be broadly classified into two major Processes: [a] Information Anthology: The nature the form of data will vary from organization to organization depending upon its objectives. The manner of data collection will depend upon the purpose for which data is required. After collection of data filtration & selecting the relevant data in tabulation manner is needed. Specifics Management: A good data management system involves the sub functions i.e. Processing Operations viz. classifying, analyzing, summarizing & editing of data, Storage of Data viz. indexing, coding & filling of information, Retrieval of Data, Evaluation viz. Judging the usefulness of information in terms of its relevance, accuracy & Dissemination. HRIS is very vast and it includes information about the following sub-systems: [1] Knowledge Sub-system Information: IT is the core of knowledge management. Without the technology, we can think of knowledge management, a knowledge management system is on the facilities reaching the right knowledge to the right person in right time. The challenge is to put together combination of culture, process and technology. To achieve this, companies need to create communities of knowledge sharing and creation and empower employees to tape the knowledge needed. Knowledge management investment is on time investment and its fruits are forever.
[2] Vocation Analysis, Training & Silhouette Sub-system Information: The job Analysis is done according to user specifications & information input into the system i.e. title of job, purpose, duties & responsibilities, the computer program should allow the authorized users to update & reformat of information input. Training sub-system includes the Career planning, development needs analysis & as development advisor through feedback of employees by identifying gaps between an employees competencies & job competency requirement of his or her job. [3] Conscription & Inhabitants Administration Sub-system Information: Recruitment sub-system includes internal/external advertisement module, applicant's profile, [curriculum vita/resume] appointment, types of appointment i.e. adhoc based, honorary, visiting/guest, temporary, apprentice, permanent & placement data. It is intends to keep personnel records of each employee as regards casual / medical leaves, departmental / intra-departmental transfer, deputation, promotion, demotion, increments, confidential reports etc. [4] Human Resource Exploration Sub-system Information: It is a bank of current & historic data about employee's attitude, mentality, absenteeism, turn over etc., which may use for different types of analysis. An important function of the HR departments to keep employees well informed of companies new issues in additional to financial details pertaining to health and well being of the employee with a view to maintain competitive edge and change with optimum accountability. The system must adapt to organization policies and procedures, integrate information. [5] HR Planning & Recital Assessment Sub-system Information: This sub-system is provide forecasting facilities for the demand of key jobs as well as employee turn over [some times its called as labor turn over] & patterns of interorganizational mobility. It can be used to project future employee & competency needs for staffing & development activities. HRIS facilitates a good Performance Appraisal & help managers direct employees to achieve organizational goals & develop their competencies. This sub-system generates forms based on the goals & standards required for job and also uses Performance assessments, Goals accomplishments & Reward management for effective motivation for employees towards appropriate goals. [6] Health Care Sub-system Information: Growth in health care expending is driving new trends, which in turn are pressing companies and health care providers. This requires the information regarding the quality and cost of care is accessible to management for objective evaluation towards improvement in the organization processes. Need to improve efficiency of the process of providing and monitoring health care benefits and to help employees maximize benefit programs.
Established a new electronics workflow for tracking patient services and medical records, handling information and quick response to inquiries and document imaging lead to employee satisfaction. The HRIS virtually integrates the information relating to various sub-systems of HRM as discussed above. The integrated HRIS involves the elements i.e. [a] Manifold Applications Automated Analysis Methods [c] Easy Admittance & User-friendliness & [d] Decision Stanchion. To deliver solution to support a wide range of HR function including procurement, development, performance evaluation, compensation and benefit administration. The HRIS allows organization to leverage investment in existing HR server system such a people soft, SAP, IVM HR access as well to implement intranet application. The Internet / Intranet Technologies The Internet is global & an Intranet is contained within a small group, department or corporate organization. Intranet technology can and consolidation of information about HR system from computer and Internet with mare efficient alternatives. The constraints center on security, startup cost, legal issues, training and maintenance. In the 21st century, when all over the world, changes are taking place; the industry needs to develop human resource for its requirement keeping in view such change. One of the major issues in many company if the volume of paper work involved in updating and distributing corporate policies and procedure manuals. Some people update their manuals and other do not, so everyone ends up working with a different policies & employees need to find out how a current policies works. Once the manual is available on the intranet, not only do all employees have access to the latest version of the policies but the only Times they have to pick up the phone to an interpretation of the tricky aspect of a policies are to check on the number of vacation days they have accumulated & if have a secure system; they can find this information on intranet also. Transformed organization Pace of change continues to accelerate at incredible rates & corporations are seeking to revitalize, restructure & resize in an effort to gain the competitive advantage required for success. The ability to response to demanding customer needs & capitalize on market opportunities is the key to gaining success in today's world. Companies have started realizing that high level of interaction & co-ordination along the supply chain would be recipe for acquiring the competitive edge. To achieve improvement in providing quality service time to market, customer satisfaction, performance & their profitability, companies will have to most effectively in the first place gather vital information and quickly act upon these. The specific task which HRD profession has to perform flow out towards purposeful direction, meeting the challenge of increasing competitive maintaining balance between creditability, conformity, the meeting the challenge of change, coping with growing
technological sophistication & public criticism. Epilogue Capabilities assessment identifies that we need to acquire improve or build to make vision a reality. It is true that the calculators & computers don't have feelings but human have, therefore, they have to be deal with empathy and compassion with great care. We talk about MIS, MCM, FPM, etc. and we systematically attempt on monitoring organizational health, but how much we know about the health, moral and attitude of our human resource? With a view to sustained high performing organization we must listen our junior, some time some of them may come out with some winning ideas. We realize that the health and happiness, progress and prosperity of every performing organization depends upon the fact as to how successful the leader has been in building an effective team enabling people plan together work together and achieve together a well knit organization contributing towards the achievement of optimal level of productivity and profitability on a sustained basis as sincerely working as an effective team towards decision making. Bibliography [1] Sanjiv Narang [2002] "Competence Development Process" Human Capital, Vol. 6, No. 5, ND, October. [2] Warren G. Bennis & Robert J. Thomas [2002] "Crucibles of Leadership" Harvard Business Review, Vol. 80, No. 9, CO, USA, September. [3] Peter Sheldrake & James Hurley [2000] "The Good Manager in a World of Change", Journal of Human Values, Vol. 6, No. 2, Kolkata, July-December. [4] T. N. Chhabra [2001] "HRM – Concepts & Issues", Dhanpat Rai & Co. Pvt. Ltd., Delhi. [5] Geoffrey Elliott & Susan Star kings [1998] "Business Information Technology – Systems, Theory & Practice" Long man, London.
doc_400607143.docx